2026 Winners’ Statements

We’re proud to be recognised as the 2026 Small Employer of the Year and to have achieved our first Platinum Small Employer Award. This recognition reflects the progress we’ve made at Russell Kennedy in LGBTQIA+ inclusion, and our ongoing commitment to building a workplace where our people can contribute fully without having to second-guess whether they belong.

This has been a shared effort across the firm. Our Pride network, SPARKLE, has played a central role in shaping our approach by keeping the focus on practical actions that make a difference to people’s day-to-day experience and helping ensure we hold ourselves to a consistent standard.  More broadly, many others across the firm have contributed in equally important ways, through everyday decisions and behaviours that support an inclusive and respectful working environment. In a global climate where DEI efforts are increasingly contested or criticised, we recognise the importance of staying focused and deliberate in our approach, listening carefully to our people and continuing to make steady, considered improvements in inclusion over time.

We also congratulate the other award recipients and acknowledge all organisations participating in the Australian Workplace Equality Index. The Index provides a valuable benchmark for progress, and we appreciate the ongoing support of the team at Pride in Diversity in helping organisations like ours translate intent into action.

Paul Gleeson
Partner and Managing Director

Deutsche Bank is proud to be recognised as a Platinum Employer for the fourth year running in this year’s Australian Workplace Equality Index (AWEI).

Platinum Employer recognition highlights the meaningful work and progress undertaken by the bank during the assessment period. Achieving this for the fourth consecutive year underscores our ongoing commitment to fostering a diverse and inclusive workplace.

Each year, the AWEI provides an opportunity for us to reflect on what we have achieved, while also considering how we can continue to strengthen our support for the LGBTQ+ community. We are proud to achieve Platinum status once again, placing Deutsche Bank among the top tier of employers nationally and recognising the outstanding work of our local dbPride team.

dbPride is Deutsche Bank’s global LGBTQ+ employee resource group, focusing on creating awareness and promoting inclusion as a key management practice. This group is open to all who supports the LGBTQ+ community and those taking on the important role of an LQBTQ+ workplace ally. In Australia, dbPride regularly runs various engagements, ranging from education and awareness sessions to ally training programs. The bank is also active in the LGBTQ+ community, supporting international awareness days and fundraising initiatives. Our dbPride committee and its network play a critical role in advancing the diversity and inclusion agenda.

While this recognition is important, we recognise there is more work to be done. We are aware that many members of the LGBTQ+ community still do not feel comfortable coming out at work. This remains a key focus for us,  as we continue to be committed to fostering a fully inclusive workplace where everyone feels safe and empowered to be their authentic selves.

Our sincere thanks to the ACON/Pride in Diversity team for helping us make Deutsche Bank a better place to work for all employees.

Glenn Morgan
CEO Australia & Executive Sponsor dbPride

We’re proud to be recognised as the 2026 Small Employer of the Year and to have achieved our first Platinum Small Employer Award. This recognition reflects the progress we’ve made at Russell Kennedy in LGBTQIA+ inclusion, and our ongoing commitment to building a workplace where our people can contribute fully without having to second-guess whether they belong.

This has been a shared effort across the firm. Our Pride network, SPARKLE, has played a central role in shaping our approach by keeping the focus on practical actions that make a difference to people’s day-to-day experience and helping ensure we hold ourselves to a consistent standard.  More broadly, many others across the firm have contributed in equally important ways, through everyday decisions and behaviours that support an inclusive and respectful working environment. In a global climate where DEI efforts are increasingly contested or criticised, we recognise the importance of staying focused and deliberate in our approach, listening carefully to our people and continuing to make steady, considered improvements in inclusion over time.

We also congratulate the other award recipients and acknowledge all organisations participating in the Australian Workplace Equality Index. The Index provides a valuable benchmark for progress, and we appreciate the ongoing support of the team at Pride in Diversity in helping organisations like ours translate intent into action.

Paul Gleeson
Partner and Managing Director

We are proud to be recognised as a Gold Status employer in the 2026 Australian Workplace Equality Index. This reflects the sustained effort of many people across Australia Post, including our 1000+ strong PostPride network, and reinforces our commitment to inclusion as a core part of how we operate.

At Australia Post, inclusion is fundamental to how we support our people, serve our customers and connect communities across the country. While this recognition matters, it is not the finish line. We know there is more to do to ensure every team member feels safe, respected and able to be themselves at work, and that experience is consistent for all.

We will continue to take practical action through our PostPride Strategy, with a strong focus on better supporting regional, frontline, and Trans and Gender Diverse team members. Our continued sponsorship of Pride in Diversity’s Regional Reach Program supports this goal. Thank you to everyone who contributes to this work. Together, we are building an organisation where diversity is valued and everyone feels they belong.

Paul Graham
Group CEO and Managing Director

At the Australian Financial Complaints Authority (AFCA), inclusion is not a standalone program, it is central to how we work. We serve a diverse community, many of whom are navigating financial difficulty or vulnerable circumstances. For that service to be genuinely accessible and trusted, the people who deliver it must feel that they belong and must be equipped to recognise and respond to the full complexity of the people they serve.

Achieving Gold status in the Australian Workplace Equality Index is recognition we are proud to receive, and one that reflects the sustained commitment of our people.

AFCA’s LGBTQ+ inclusion work is led and shaped by our people through our Ally Network, colleagues and leaders across the organisation who show up every day as authentic allies.

While AWEI is designed to measure and advance LGBTQ+ inclusion, the organisational capabilities it builds have far broader reach. At AFCA, our AWEI journey has been a catalyst for broader inclusion maturity. The rigour of the submission process surfaces gaps, and the standards provide a benchmark for continuous improvement. The discipline of measurement makes visible what might otherwise remain unexamined.

Gold status is more than just recognition of our LGBTQ+ inclusion work, it is evidence AFCA is building the infrastructure for equity across all dimensions of diversity.

We know there is always more to do. We remain committed to progressing LGBTQ+ inclusion as part of a broader commitment to a workplace where diversity is genuinely valued. When equity is actively pursued, every person, employee and community member, experiences AFCA as an organisation that sees them.

David Locke
Chief Ombudsman and CEO

I am honoured that ASIO has once again been recognised as a Gold Tier Employer in the Australian Workplace Equality Index (AWEI) awards in 2026. ASIO is secretive about our work but not what we value. I am proud to say that ASIO is an organisation that is dedicated to driving practical change and taking action to support a diverse and inclusive workplace.

ASIO has proudly partnered with Pride in Diversity for several years and I am pleased this has resulted in a positive, meaningful change for ASIO’s LGBTQ+ identifying officers. When we first achieved this milestone in 2024, we were committed to keep the momentum, and this recognition is a testament to that.

This significant achievement was led by ASIOpen, our LGBTQ+ network, in conjunction with our People Division. The award sends a powerful public message that ASIO is a LGBTQ+ government employer of choice. Our aim is to build ASIO’s diversity for the benefit of all, as we protect Australia and Australians from threats to their security.

Well done to our entire team for making this possible. It is essential ASIO reflects the society it protects and we will continue to work to ensure this remains the case into the future.

Mike Burgess AM
Director-General of Security

We are proud to once again be recognised as a Gold Tier Employer in the Australian Workplace Equality Index (AWEI) Awards in 2026. This is the second time we have received this recognition, and it reflects our ongoing commitment to creating a workplace where everyone feels safe, respected and able to contribute at their best.

Our long-standing partnership with Pride in Diversity continues to play an important role in this journey. The AWEI provides a clear benchmark to guide our progress and challenge us to keep improving. Over the past year, we have focused on embedding LGBTQ+ inclusion more deeply into everyday life at Bupa, strengthening how we support our people in practice, not just in policy.

In 2025, we worked closely with our Pride Employee Advocacy Group to ensure lived experience shapes our approach, while also increasing the visibility of inclusive leadership across the organisation. We have continued to build the capability of our leaders to foster safe, respectful and inclusive environments for their teams.

This includes embedding our Trans and Gender Diverse Standard and continuing to support initiatives such as Gender Affirmation Paid Leave that we introduced in 2024. We have also prioritised building awareness, understanding and allyship across our workforce.

Central to this work is our focus on psychological safety. We want our people to feel confident speaking up, sharing their experiences and bringing their whole selves to work. We know that when people feel supported, it leads to stronger collaboration, better decisions and improved outcomes for both our people and our customers.

As a healthcare organisation, we recognise the responsibility we have to lead in this space. The care we provide to our customers and residents should be reflected in the culture we create for our people. This means fostering an environment where wellbeing is supported, conversations are respectful and every individual feels seen and valued.

This recognition is a testament to the passion and dedication of our DEI team, our Pride Employee Advocacy Group and our Executive Sponsor, who continue to drive meaningful change across Bupa.

While we are proud of this achievement, we know there is more to do. We remain committed to listening, learning and taking action so that Bupa continues to be a place where everyone belongs.

Nick Stone
Bupa APAC CEO

We’re proud to be recognised as a Gold Tier employer in the Australian Workplace Equality Index. This recognition is particularly meaningful because it has been driven by our people – led by our CH Proud community – who continue to shape a culture where everyone feels they belong.

At Charter Hall, inclusion is grounded in how we work. It’s about attracting and retaining the best people, no matter their background, and creating an environment where they can perform at their best. Our business is built on understanding diverse customers and communities, so it’s critical our workforce reflects a diversity of perspectives. By bringing together different experiences, we make better decisions and deliver stronger outcomes.

Importantly, this goes beyond intent. It’s brought to life across our business in many ways. From employee-led initiatives that celebrate key LGBTQA+ days of significance, to visible activations across our office and retail assets – often delivered in partnership with our tenants, and strong engagement in ally and awareness training. These efforts build shared understanding and reinforce that inclusion is everyone’s responsibility.

This recognition reflects the progress we’ve made and keeps us focused on continuing to build a stronger, more inclusive business.

David Harrison
Managing Director & Group CEO

Lauren was instrumental in setting up Prism, EnergyAustralia’s LGBTQA+ employee group, over a decade ago. When Prism submitted our very first AWEI entry, she already knew we wouldn’t win gold. So Prism just kept going. Getting most improved one year, network of the year the next, then six years of silver before finally cracking gold.

When we heard we’d won gold for the second year running, Lauren reflected that it validated the hard work of every Prism member who does this work voluntarily, on top of their day jobs. Because it’s the people behind Prism that’s the real story. It’s John, who joined EnergyAustralia ten years ago and says the Prism network is the reason he’s stayed. It’s Jenny, an engineer at Mt Piper power station, who wasn’t sure Prism was for her until the community expanded to include the plus sign. It’s Jane who took her allyship and advocacy to the next level and made things happen as Prism co-chair.

Our ambition is simple. We want everyone to feel free to be themselves, because when people can bring their whole selves to work, we’re more creative, make better decisions and are better at everything we do.

We’ve got more to do. Thanks to the people of our Prism community, and to ACON and Pride in Diversity for helping us along the way, we know we’re heading in the right direction.

This recognition belongs to them.

Mark Collette
Managing Director

Achieving Gold Employer status in the Australian Workplace Equality Index is an important milestone for Hays, and one we are genuinely proud of. It reflects the sustained effort across our business to create an environment where our LGBTQIA+ colleagues feel safe, supported and able to be themselves at work.

At Hays, we know that inclusion is not achieved through intention alone. It requires consistent action, clear accountability and a willingness to listen and evolve. Over the past year, we have taken practical steps to strengthen our approach, from introducing paid gender affirmation leave to equipping our leaders with the tools and guidance needed to better support colleagues and create inclusive team environments.

This recognition also reflects the role we play beyond our own organisation. Through our partnerships, advocacy and participation in the broader community, we are committed to contributing to meaningful progress for LGBTQIA+ inclusion across our industry and the markets in which we operate.

Importantly, while this recognition is a milestone, it is not the end point. We are also encouraged by being named a finalist in the Trans and Gender Diverse Inclusion Award, which highlights both the progress we’ve made and the areas where we must continue to focus.

Our priority remains clear. To ensure every colleague at Hays has a genuine sense of belonging and the opportunity to thrive. That means continuing to listen to our people, embedding inclusive practices into everyday experiences, and holding ourselves accountable for ongoing improvement.

We are committed to building on this progress and ensuring inclusion remains central to how we operate as a business, now and into the future

Matthew Dickason
CEO, Asia Pacific

At HCF, we believe creating a truly inclusive workplace is fundamental to who we are and how we support our people and our members.

Achieving Gold Tier Status in the 2026 Australian Workplace Equality Index (AWEI) is a milestone we are incredibly proud of. It reflects a sustained, organisation-wide commitment to inclusion and the progress we continue to make together.

This recognition is the result of consistent effort over time – embedding inclusive policies and practices into how we work every day, strengthening leadership accountability, and investing in education that builds understanding and supports meaningful allyship.

I want to acknowledge our THRIVE Employee Reference Group, whose leadership, advocacy and passion continue to shape a culture where our LGBTQ+ colleagues feel seen, supported and valued. This achievement belongs to them, and to everyone across HCF who has contributed to building a more inclusive organisation.

While we celebrate this recognition, we know our work isn’t done. Inclusion requires ongoing focus, honesty and action, so that every person at HCF feels safe, respected and able to be themselves.

We remain committed to listening, learning and taking meaningful steps forward. By doing so, we strengthen our culture, support our people to thrive, and ultimately deliver better outcomes for the communities we serve as Australia’s largest not-for-profit health fund.

Lorraine Thomas
CEO & Managing Director

At ICC Sydney, our mission is to make a difference for our people, our clients, and every visitor who arrives through our doors. Central to that mission is our commitment to fostering a workplace where every team member feels respected, valued, and able to bring their whole self to work. Our elevation to Gold status in Pride in Diversity’s 2026 Australian Workplace Equality Index is a powerful acknowledgement of that commitment and a milestone that reflects the collective effort of our entire organisation.

This achievement is a testament to the culture we continue to shape and foster. A culture grounded in inclusion, where diversity is celebrated, and where equity is embedded in the way we operate. It demonstrates that our people feel supported, that our policies and practices are meaningful, and that our actions are making a real impact.

I am particularly proud of the leadership shown by our Same Same Collective our LGBTQIA+ employee resource group for diversity whose passion and advocacy have been instrumental in driving progress. Their work, alongside our People and Culture team, has helped us strengthen visibility, support, and education across the organisation, ensuring that inclusion is a lived experience.

Achieving Gold reaffirms that we are on the right path, but it also motivates us to continue raising the bar. We know that building an inclusive workplace is an ongoing journey, and we remain committed to evolving so that ICC Sydney continues to be a place where everyone feels they belong.

I am incredibly proud of our team and grateful for the dedication that has brought us to this moment.

Adam Mather-Brown
Chief Executive Officer

At Jacobs Group Australia (“Jacobs”), we know our best outcomes are driven by inclusive teams where everyone feels they belong, and we continue to strengthen this across Australia and New Zealand by shaping a culture where people feel respected, supported and able to contribute.

Achieving Gold (Advanced) status in the Australian Workplace Equality Index for the second-year running is a meaningful reflection of this progress. It highlights the sustained effort across our teams to strengthen inclusive practices through improved policies, stronger leadership accountability and programs that build awareness and allyship.

This recognition reflects the dedication of our people and the strength of our Prism network in driving meaningful change. It also sets a clear expectation for what comes next as we further embed inclusion into everyday experiences across our workplaces.

Camille McGregor
Senior Vice President, General Manager – ANZ

We are incredibly proud to have been recognised as a Gold Employer for the second consecutive year. This achievement reflects the leadership, dedication and impact of people working across the firm including LINK, our LGBTIQ+ inclusion network, and our People and Development, Business Services, Responsible Business, Communications, and Events teams whose members, allies and advocates are committed to strengthening inclusion and celebrating the experiences of people who identify as LGBTIQ+ across our firm.

Through our internal initiatives and collaboration with community partners including The Pinnacle Foundation, Equality Australia, Pride in Medicine, AIDS Council of NSW, Rainbow Futures and the Justice and Equity Centre, we strive to build a more inclusive world for our people, our clients and the communities we serve – one where everyone can thrive and make a difference we can all be proud of.

Renae Lattey
Chief Executive Partner

I’m incredibly proud to see Liberty recognised as a Gold Employer in the Australian Workplace Equality Index, and to be named a Most Improved Employer.

This recognition reflects a deliberate approach to inclusion across Liberty. It speaks to the choices we’ve made to embed inclusive thinking into how we lead, make decisions and support our people every day.

At Liberty, inclusion is part of how we operate. We know that creating an environment where people feel respected and supported to be themselves is fundamental to building a strong and sustainable business.

What makes this achievement meaningful is that it has been shaped by our people. From the continued work of our Pride Network to the support of our leaders, and the everyday actions of team members and allies, it’s a shared result.

While we’re encouraged by this recognition, we see it as a marker of progress rather than an endpoint. We remain focused on listening, learning and continuing to strengthen our approach so it reflects both our values and the communities we serve.

We’re proud of the progress we’ve made so far, and we’re committed to building on it with consistency and purpose.

James Boyle
CEO

At Mars, we believe the world we want tomorrow starts with how we do business today – and that includes building a workplace where every Associate feels they truly belong. We are incredibly proud to be recognized as a Gold Employer at the 2026 Australian Workplace Equality Index LGBTQ+ Inclusion Awards. As one of the very few manufacturing businesses on this year’s Gold list, this achievement is a testament to our dedication to embedding safety and inclusion throughout our operations.

Our progress is driven by a genuine, deeply felt commitment to inclusivity. We’re not interested in leaving inclusion to a single department. Instead, our culture is powered by a passionate, cross-functional community of LGBTQ+ Associates and allies representing our 2,200 Associates across diverse lands and sites in Australia and New Zealand. Guided by our Pride ANZ Associate Resource Group (ARG) – a formalised team that meets monthly to review progress against our strategy and goals – we are united under a single purpose: to Empower a thriving Pride+ community.

To deliver on this, our strategy focuses on three core pillars:

• Foster Fun and Authentic Belonging: Sparking joy and inclusive connections, from everyday moments to proudly marching together at community events like Midsumma.
• Expand Education and Visibility: Enhancing our collective understanding of the diverse lived experiences within our community.
• Fuel Allyship: Equipping Associates at all levels with the practical tools and confidence to actively stand up for the Pride+ community.

We know that a safe, inclusive workplace does not occur by accident; it must be intentionally built, supported from leadership level down, and sustained daily. True allyship is most vital not when it is easy, but when times get hard. While we are inspired by this Gold recognition, our work continues until every Mars Associate feels they can bring their authentic self to work.

Bill Heague
General Manager
Executive Sponsor of the Mars Pride+ Associate Resource Group A/NZ

I’m proud to see Marsh once again recognised with Gold Tier status in the Australian LGBTQ+ Inclusion Awards. Retaining this recognition reflects our ongoing commitment to creating a workplace where LGBTQ+ colleagues feel safe, valued and supported to be themselves.

At Marsh, we believe a high-performing culture is an inclusive one. When people feel respected and able to bring their whole selves to work, they are empowered to thrive — and so is our business. This recognition speaks to the strength of our culture and to the care, commitment and collaboration across our organisation.

I’m especially proud to lead alongside teams and colleagues who continue to drive this work forward with purpose and passion. Thank you to our Pride Colleague Resource Group, our People function, our allies and our leaders for the energy and advocacy you bring every day. Your efforts are helping shape a workplace where inclusion is not only championed, but lived.

Retaining Gold Tier status is an important milestone, and it also strengthens our resolve to keep making a positive impact — within our organisation, for our clients and across the industries in which we operate.

Claire Ross
CEO
Executive Sponsor, Marsh Pride CRG

At Medibank, we believe inclusion is fundamental to creating a healthier, more equitable future for our people, customers and communities.

Maintaining Gold Tier Employer Status in the Australian Workplace Equality Index is an achievement we are incredibly proud of.

It reflects the sustained effort of many people across our organisation who continue to champion inclusion, create opportunities for connection, and ensure LGBTQIA+ voices are heard, valued and respected.

Over the past year, we have focused on strengthening both our capability and our sense of community. From celebrating key events such as IDAHOBIT and Trans Awareness Week, to attending regional and community pride events, and creating more opportunities for connection through our Rainbow Collective, we have continued to build an environment where people can show up as themselves and feel a genuine sense of belonging.

We are particularly proud to have been recognised as a finalist in the Trans and Gender Diverse Inclusion category.

While there is more work to do, this recognition reflects our ongoing commitment to supporting trans and gender diverse employees, customers and communities through meaningful action.

Importantly, our focus has evolved beyond meeting benchmarks. We are embedding inclusion into the way we work, lead and support one another every day. That means investing in education, listening to lived experiences, strengthening employee networks and maintaining partnerships that help us learn, grow and contribute positively to the broader community.

This achievement belongs to the many people who help bring inclusion to life across Medibank, including our Rainbow Collective co-leads, network members, allies and leaders who continue to drive positive change together.

We know that creating an inclusive workplace is never finished. Maintaining Gold Tier status is an important milestone, but our focus remains firmly on the future as we continue working to ensure LGBTQIA+ people feel safe, supported and empowered to thrive at Medibank.

Meaghan Telford
D&I Council Chair

We are proud to have achieved Gold Tier recognition in the 2026 Australian Workplace Equality Index – Australia’s national benchmark for LGBTQIA+ workplace inclusion.

What matters most to me is what sits behind this recognition. Inclusion is not separate from performance – it is part of how we create a workplace where people feel safe, respected and able to contribute fully. When people feel they belong, they are better able to do great work, challenge respectfully, support one another and help us build a stronger business.

Over recent years, we have continued to strengthen allyship, increase the visibility of inclusive leadership and build a deeper sense of belonging across our sites, precincts and communities. This progress has been shaped by the leadership of our Pride Committee, the commitment of our people and allies, and the value of our partnerships with organisations such as Pride in Diversity.

While we are pleased to see this progress recognised, we know this is not an end point. We remain committed to doing the work required to build an inclusive culture where everyone at Mirvac feels they belong and can thrive.

Campbell Hanan
Group CEO & Managing Director

Returning to Gold Employer status in the Australian Workplace Equality Index is a recognition we take pride in.

This recognition reflects the ongoing work of our Outforce LGBTQ+ community, and everyone across our organisation who makes our value of Equality part of how we operate every day. Thank you for the energy and advocacy that pushes us to be better.

There’s still more to do, and I’m energised by what’s ahead. An inclusive workplace is how we deliver the best outcomes for our people, our customers, and our community.

Frank Fillmann
EVP & General Manager

At Swinburne, we are loud and proud in our support of our LGBTQIA+ staff and students, and we foster a community where everyone feels valued, respected, and empowered. We are honoured that this has been recognised by AWEI, with Swinburne named as a Gold-tier workplace in our very first submission.

This recognition acknowledges not only policy and practice, but visible leadership, allyship and sustained action to create meaningful inclusion. It sends a clear message to both our staff and students that they can bring their whole selves to Swinburne and be celebrated for who they are.

Thank you to our wonderful Ally Network Committee and members, our Diversity, Equity and Inclusion team, our leaders, and our LGBTQIA+ staff and students, whose advocacy, leadership and lived experience continue to shape a stronger and more inclusive Swinburne.

At a time when LGBTQIA+ inclusion is being challenged and regularly undermined, Swinburne stands committed to maintaining and strengthening our commitment. Inclusion is not optional, it is fundamental to the kind of university we aspire to be.

This recognition is something to celebrate, but also a reminder that inclusion is ongoing work. We remain committed that journey as we strive to continue ensuring Swinburne is a place where everyone can thrive.

Professor Pascale Quester AO
Vice-Chancellor and President

At GPT, inclusion is embedded in how we lead and how we support our people to thrive.

Being recognised as a Gold Employer in the 2026 Australian Workplace Equality Index for a second year in a row is recognition of the commitment our teams bring to creating a workplace where everyone feels respected, safe and supported to be themselves every day.

Clear policies, leadership, and everyday actions, as well as the collective efforts from many people across GPT support our people to thrive. We are proud to continue championing LGBTQ+ inclusion through GPT’s LGBTQIA+ Awareness and Diversity (GLAD) network and many initiatives across our organisation.

We believe our culture enables GPT to be a place where people want to stay, contribute and grow.

Russell Proutt
CEO & Managing Director

The NRMA Group is one of Australia’s most recognised member-owned organisations, supporting millions of Australians through roadside assistance, travel and tourism, transport, mobility, and other services. Across this broad national footprint, we are committed to creating workplaces where our people feel safe, respected and able to be themselves.

Achieving Gold Employer status at the Australian LGBTQ+ Inclusion Awards for a third consecutive year is a meaningful recognition of our progress, and of the ongoing work to embed inclusion into how we lead, connect and serve our customers, members and communities.

Since 2019, SHINE, our LGBTQ+ employee network, has helped drive visibility, education and advocacy across the NRMA Group. Through connection, storytelling and practical support, SHINE has created opportunities for our people to learn, share lived experiences and demonstrate visible allyship in our workplaces.

Over the past 12 months, this work has continued through tangible action. We partnered with Out for Australia to support emerging LGBTQ+ professionals, participated in the Sydney Gay and Lesbian Mardi Gras through the parade and Fair Day, partnered with Fusion Pride to engage directly with community, and collaborated with networks such as Transdev Pride to share knowledge and best practice.

We have also continued to build capability internally through allyship training, Inclusive and Empowering Leadership programs and practical workplace inclusion learning.

This year, we introduced our first LGBTQ+ Grievance Officer and continued embedding inclusive recruitment practices and accessible learning opportunities across the Group. This recognition reflects the collective contribution of SHINE members, allies, leaders and employees who continue to listen, learn and take action. Their commitment helps ensure inclusion is experienced not only through policies and programs, but through the everyday behaviours that shape our culture.

We are grateful to Pride in Diversity for their guidance, and for the insights from the Australian Workplace Equality Index that continue to support our learning and improvement. Looking ahead, we will deepen our community partnerships, strengthen inclusion capability and keep creating workplaces where our people feel safe, respected and able to be themselves.

Matthew Beattie
CEO SIXT Australia
Executive Sponsor of SHINE

We’re proud to be recognised by Pride in Diversity for our continued commitment to creating a workplace where everyone feels respected, valued and able to be themselves.

At Treasury Wine Estates, we know that building an inclusive culture is an ongoing journey. This recognition reflects the passion and commitment of our people, particularly our TWE Pride employee network and allies, who continue to create opportunities to learn, connect and drive meaningful progress across our business.

Over the past year, we’ve focused on turning our commitment into action. We recognised World AIDS Day through a company-wide event featuring guest speaker Matthew Withers, while raising funds for Thorne Harbour Health. We expanded learning opportunities through a series of Pride in Diversity training sessions for managers, people and culture and recruitment teams, helping build greater understanding and capability across the organisation. Our people also volunteered alongside the Midsumma team in support of Victoria Pride and came together to celebrate Wear It Purple Day.

Beyond our workplace, we’ve continued to celebrate and support LGBTQIA+ communities through our Squealing Pig brand, partnering with events including Mardi Gras, Midsumma, the Melbourne Queer Film Festival and the ChillOut Festival. Together, we also refreshed our Pride label campaign by sharing the stories of members of our own community, helping bring greater visibility to the diverse voices that make TWE what it is.

While we’re proud of what we’ve achieved, we know there is always more to do. We remain committed to listening, learning and working alongside our people and partners to foster a culture where everyone feels a true sense of belonging and has the opportunity to thrive.

Angus Lilley
Managing Director – Treasury Collective

Receiving Gold Employer status through the Australian Workplace Equality Index for the third consecutive year is something we are deeply proud of at Victoria University — but more importantly, it’s something we are collectively responsible for.

At VU, inclusion is embedded in our values, in our teaching and research, and in the everyday experience of our staff and students. From the leadership and advocacy of our Pride Network to the commitment of our Equality, Inclusion and Belonging team, to the many allies and champions across the University — this is work that is shared, visible and ongoing. It’s also grounded in a simple but powerful idea: that everyone should feel safe, respected, and able to bring their whole selves to VU.

At a time when diversity, equity and inclusion efforts are being challenged globally, persistency and unwavering support matters more than ever. So too does visible leadership, accountability, and a willingness to keep improving the systems, structures and behaviours that underpin genuine inclusion.

Belonging is something we build together every day. We look forward to going even further to strengthen our culture, deepen our capability, and create opportunities for LGBTQ+ staff and students to thrive.

Professor Adam Shoemaker
Vice-Chancellor and President

Westpac is incredibly proud to be recognised once again as a Gold Employer in the Australian Workplace Equality Index. This achievement reflects our sustained commitment to building a culture where our people feel safe, valued and empowered to bring their whole selves to work. I want to thank our Westpac Pride Employee Advocacy Group (EAG), DEI team, our allies, and teams across Westpac whose ongoing commitment, advocacy and leadership have made this achievement possible.

From strengthening inclusive policies and practices, to investing in education and leadership capability, we are focused on bringing together passionate advocates and allies who continue to drive meaningful progress for LGBTQ+ inclusion across the organisation.

Our Westpac Pride EAG has been instrumental in this work — driving advocacy, fostering connection, and ensuring lived experience shapes how we evolve. As the Executive Sponsor of Westpac Pride, I feel incredibly privileged to support this work and to witness the impact it has on our people every day.

We take pride in this recognition, but we do so knowing there is always more to do. We remain focused on what comes next, because when our people thrive, so does our organisation and the communities we serve.

Ryan Zanin
Chief Risk Officer
Executive Sponsor of Westpac Pride EAG

Our AWEI journey reflects the progress we have made and the momentum we are determined to sustain. After achieving Bronze Certification in 2023, we challenged ourselves to build on that progress. In 2024, Custom Fleet was awarded Gold Level Certification through the Australian Workplace Equality Index, recognising the dedication of our Pride workstream, the broader Intersection diversity network, and our people across the organisation.

• This progress has been driven by meaningful action, including:
• Introducing all-gender bathrooms in our Melbourne and Auckland offices
• Launching Gender Affirmation leave and guidelines
• Expanding specialist LGBTQ+ support through our Employee Assistance Program
• Delivering allyship training through Pride in Diversity
• Strengthening awareness and understanding through education initiatives
• Creating opportunities for our people to share their lived experiences and perspectives

In 2025, we were incredibly proud to be named AWEI Small Employer of the Year while retaining Gold Certification for a second consecutive year. Our teams continued to build visibility, allyship and community impact through transgender and gender diverse awareness training, inclusive hiring practices, sharing LGBTQ+ stories and experiences, and partnerships and fundraising initiatives such as the Rainbow Shoelace volunteering program.

While we are proud of these achievements, we know inclusion is an ongoing journey. Sustained progress requires leadership, accountability and a willingness to keep listening, learning and evolving. At a time when LGBTQ+ rights continue to be challenged around the world, organisations have a responsibility to lead by example. We remain committed to creating a workplace, and helping shape an industry, where everyone can participate fully, confidently and authentically.

Christopher Tulloch
CEO

At Investa, our purpose is welcoming the world to better places. That extends beyond our buildings to creating places where people feel respected, supported and free to be themselves.

Our LGBTQ+ inclusion journey started in 2013, when an employee expecting a child with her partner felt nervous about coming out to her manager. It was an important realisation: if someone feels that need to hide who they are at work, we have more to do. That moment prompted action and continues to guide our approach today.

We’ve since built a strong and sustained commitment to inclusion. We established a Diversity Committee and a dedicated LGBTI subcommittee, and in 2015 became the only property group in Australia to sign the open letter supporting marriage equality. Today, our Pride@Investa Network for LGBTQ+ employees and allies plays a central role in building visibility a connection across our business.

Our progress is reflected in our Australian Workplace Equality Index (AWEI) results – from Most Improved Small Employer in 2022, to Bronze in 2023, Silver in 2024, and Gold Tier Status in 2025 and 2026. In 2025, 100% of Investa AWEI survey respondents said Investa is genuinely committed to LGBTQ+ inclusion, and 100% of LGBTQ+ survey respondents said our initiatives had a positive impact.

We’ve introduced a Gender Affirmation Policy, launched LGBTQ+ Inclusion e-learning, and created visible signals of inclusion across our workplaces and buildings – such as Welcome Here stickers. We recognise and celebrate key days of significance such as Mardi Gras, IDAHOBIT and Wear It Purple Day in meaningful ways across our buildings and communities.

Our LGBTQ+ Inclusion Strategy & Action Plan 2026-2029 keeps us focused and accountable – because better places are shaped by people, and welcoming the world to better places means welcoming everyone.

Peter Menegazzo
CEO

We are incredibly proud to again be recognised as an AWEI Gold Tier Small Employer, reflecting our ongoing commitment to creating a workplace where everyone feels safe, included, and empowered to bring their whole selves to work.

This recognition represents the continued evolution of our inclusion journey. At McCullough Robertson, Diversity, Equity, and Inclusion are embedded into the fabric of our organisation and are strengthened year on year through the commitment of our leadership team and our McColour Committee. We recognise that strong, visible leadership and role modelling are critical to creating meaningful and lasting change. When leaders actively champion inclusion, they set the tone for our culture and empower others to do the same. Together, this leadership has cultivated a strong ally network and has created meaningful opportunities for education, awareness, and connection across our teams. We firmly believe that inclusion is not a standalone initiative, but a core part of who we are.

We would like to acknowledge the outstanding leadership of our McColour Committee Chair, Jacob James, and Deputy Chairs, Charlotte Aumuller and Lucinda Anderson, whose dedication and advocacy for the LGBTQ+ community continue to shape and strengthen our culture.

While we are proud of this achievement, we recognise that inclusion is an ongoing journey and we remain committed to listening, learning, and continuously improving to ensure McCullough Robertson continues to evolve in meaningful and impactful ways.

Thank you to our people for their commitment, courage, and advocacy in building a workplace where everyone can thrive – together.

Kristan Conlon, Chair of Partners,
Amber Sharp, Partner
Andrew Bukowski, Partner

At Northern Trust, our commitment to inclusion is grounded in our core principles – Service, Expertise, and Integrity – and is brought to life through our shared responsibility to each contribute intentionally to inclusion. Receiving the AWEI Gold Small Employer Award for the third consecutive year is a meaningful milestone, particularly in a dynamic and evolving environment.

This recognition reflects the collective efforts of our Northern Trust Pride employee resource group in raising awareness to establish an inclusive workplace for LGBTQ+ leaders, employees and allies of the community across Australia. We are proud of this achievement and grateful to our colleagues who consistently demonstrate inclusive leadership in action.

Through this sustained focus, visible leadership, and practical action, we aim to continue to create a workplace where everyone feels safe, valued, and empowered to contribute and grow.

Leon Stavrou
Country Executive

At Think HQ, our people are not an abstract corporate asset or a commodity to put to work. They are the very reason for our existence and the driver behind every success. From day one, we built this agency on a simple premise: if you want people to deliver high-stakes, high-impact work, they must be able to bring their whole, authentic selves to work each and every day. Protecting that space is an essential part of who we are.

With the current climate presenting difficult and often terrifying realities for queer communities, Pride has never been more important. But it demands that organisations genuinely commit, listen, and engage rather than treat it as a passive marketing exercise. You cannot talk the talk publicly without doing the heavy lifting internally first.

For us, getting our own house in order led to the 2023 launch of our Employee Resource Group, Think Proud. The team did the deep, foundational work that actually shifts the needle, culminating in our spectacular wins at the AWEI Awards just a few weeks ago.

But true inclusion doesn’t stand still. In 2026, Think HQ is making a deliberate strategic shift. We are moving beyond internal advocacy to embed deep queer consideration directly into our strategic initiatives, projects, and creative outputs. To genuinely reach and represent Today’s Australia, inclusion shouldn’t be treated as a discrete campaign or a separate workstream. It has to be woven into the fabric of the work we deliver for our clients every single day.

Our LGBTQIA+ inclusion work is an ongoing commitment to the communities who trust us to tell their stories, and the incredible people inside our offices who show up every day to write them.

Jen Sharpe
Founder and Managing Director

We are proud to have achieved Gold Status in the Australian Workplace Equality Index (AWEI), a nationally recognised benchmark for LGBTQIA+ inclusion. This outcome reflects deliberate and sustained effort across Uniting Country SA to embed inclusion as a core part of who we are – not an initiative, but a standard we hold ourselves accountable to each day.

Our journey from Bronze to Gold in just two years demonstrates the strength of our collective commitment. We have invested in strengthening governance, policies and practice frameworks, while building capability across our workforce through targeted training, visible allyship, and leadership accountability. Importantly, this work extends beyond our workplaces into the communities we serve – ensuring that LGBTQIA+ people in regional South Australia experience services that are safe, respectful and culturally responsive.

As a country-based organisation, we recognise the additional barriers that can exist for LGBTQIA+ people in regional settings. Achieving Gold Status signals our intent to lead in this space – ensuring inclusion is not limited by geography. It reflects our belief that every person, regardless of identity or background, has the right to feel safe, valued and respected.

This recognition is both an achievement and a responsibility. We remain committed to listening to lived experience, strengthening our approach, and continuing to lead with integrity. I thank our staff, partners and community for their dedication and advocacy. Together, we are building an organisation – and a community – where inclusion is real, visible, and enduring.

Dr Harry Randhawa
Chief Executive

I am truly honoured to be recognised as CEO of the Year, at the 2026 Australian LGBTQ+ Inclusion Awards.

While my name may be attached to this award, it reflects the collective efforts of many colleagues across Deutsche Bank who continue to advocate for meaningful change – those who challenge my thinking, share their experiences and, at times, patiently educate me. Their openness and honesty have been instrumental in shaping how I approach both inclusion and leadership.

Much of this collective effort is driven by our dbPride community, our global LGBTQ+ employee resource group, and our active Allies by their everyday actions. Ultimately, creating an environment where everyone feels safe, supported, empowered, and able to be their authentic self without any reservation is a key priority for me, as a CEO and beyond the workplace. I also believe that inclusion contributes significantly to a cognitively diverse workplace that is key to becoming the Global Hausbank.

I am very proud of what we have achieved, and the meaningful progress made across the industry, especially with inclusion increasingly becoming embedded in our aspirational culture. At the same time, the backdrop has become more challenging, the issues increasingly complex and there is still so much more to do. Progress doesn’t happen because it is comfortable, it happens through a willingness to challenge what is not working and a refusal to accept “that’s just how it is.”

This recognition reinforces the responsibility we all share, as leaders and as an industry, to continue building on this progress and creating inclusive workplaces where everyone can genuinely feel at home.

Glenn Morgan (he/him)
CEO Australia

At Dementia Australia, we’ve approached LGBTQ+ inclusion not as a standalone initiative but as part of our commitment to ensuring every person impacted by dementia (within and outside of the organisation) feels seen, respected and supported. I’m proud that so many colleagues have taken meaningful steps to strengthen inclusion across our workforce, services and community engagement, recognising that people living with dementia bring diverse identities, experiences and life histories.

One of our most significant achievements has been embedding LGBTQ+ inclusion into our strategy, governance and service delivery. This has included elevating LGBTQ+ inclusion as a core focus within our Diversity, Equity and Inclusion Plan, securing Board endorsement, and establishing clear accountability measures. We have invested in building workforce capability through LGBTQ+ inclusion training, ensuring staff have the confidence and skills to provide safe, inclusive and affirming support to clients, families and carers.

Equally important has been creating a culture where LGBTQ+ employees and allies feel a genuine sense of belonging. The launch of our Pride Employee Resource Group, participation in Pride Month and Midsumma events, visible allyship initiatives and the introduction of optional pronouns on staff name badges have fostered greater visibility, understanding and connection across the organisation.

And our commitment extends beyond our workforce. Through partnerships with organisations such as ACON, the Victorian Pride Centre and community providers, we have developed initiatives including Staying Connected in Pride and Memory Lane Cafés that address the unique needs of LGBTQ+ people impacted by dementia. These programs create safe spaces for connection, reduce social isolation and ensure LGBTQ+ communities remain visible within dementia care and support.

Most importantly, this work reflects who I am – and who we are as an organisation: one that believes every person deserves dignity, inclusion and the opportunity to be their authentic self throughout every stage of life.

Kaele Stokes (she/her)
Executive Director Services, Engagement & Research

I’m incredibly honoured and proud to receive the LGBTQ+ Role Model Award. For me, this recognition is about showing what’s possible when people feel empowered to live authentically, continue to grow, and bring others with them.

I don’t believe being a role model means having all the answers. For me it’s about showing up as yourself, especially when that feels uncomfortable, and creating space for others to do the same. It’s about visibility, honesty, and reinforcing that people should never feel they have to hide who they are to belong or succeed.

Throughout my journey, I’ve been inspired by people who lead with courage and authenticity, and who challenge expectations. That’s why I make it my mission to help create environments where people feel seen, valued, and supported to be themselves.

This recognition also reflects the incredible people and communities I work alongside, who are committed to advancing inclusion every day. Progress happens when we show up for one another.

I hope this award helps highlight the importance of authenticity, courage, and visibility, and inspires others to feel confident in who they are, because we all deserve to be seen, loved and celebrated.

Sarah Tell (She/Her)
Organisational Culture and Change Lead

Sophia Nimphius has built her career across sport, education and leadership with a focus on creating environments where LGBTQ+ people can participate, lead and thrive. Through advocacy, structural change and collaborative leadership, she has worked to advance inclusion across institutions, communities and sporting organisations.

Much of Sophia’s work has centred on sport, a powerful platform for change that can also reinforce barriers if inclusion is not actively pursued. In her role as Pro-Vice-Chancellor (Sport) at Edith Cowan University (ECU), she has worked to embed equity, diversity and inclusion within the ECU sport strategy and its partnerships. This includes collaborations such as ECU’s community partnership with Gaining Ground WA, which uses sport as a vehicle for change through initiatives that increase visibility, challenge exclusionary norms and create opportunities for leadership. She has also supported broader efforts that position sport as a catalyst for social change, including ECU’s support of Perth’s successful Gay Games 2030 bid. Alongside these initiatives, Sophia has worked with organisations, scholars and community members to counter mis- and disinformation about the broader LGBTQIA+ community and their inclusion in sport, helping advance systemic and lasting change.

As Chair of the Edith Cowan University Pride Committee, Sophia has helped drive and advocate for changes that embed LGBTQ+ inclusion into the structures that shape the institution. As a senior leader and advocate, she has supported responses to global anti-LGBTQIA+ developments, including travel guidance for staff and students, strengthened shared leadership and resourcing for Pride Month, and championed leadership development across University committees and networks.

Sophia’s leadership demonstrates how visibility, collaboration and structural change can create lasting impact, ensuring talent is nurtured and celebrated, not excluded before its greatest achievements can be seen. Inclusive workplaces, educational institutions, sporting communities and leadership environments are essential to creating those opportunities for future generations.

Professor Sophia Nimphius, PhD, GAICD (she/her) 
Pro Vice-Chancellor (Sport) 

I am pleased the Australian Taxation Office (ATO) has been recognised as a Platinum Employer by the Australian Workplace Equality Index for a third consecutive year. I’m equally proud that our staff network ‘ATOMIC’ (ATO Making Inclusion Count) was awarded the AWEI Employee Network of the Year.

These achievements reflect our ongoing commitment to LGBTQ+ inclusion, as well as the work our people do every day to drive meaningful change and foster a culture where people feel safe, supported and able to bring their whole selves to work. This makes the ATO a better place to work and supports diverse perspectives that inform better outcomes for the Australian community.

Platinum status sets a high benchmark and reinforces the importance of ongoing efforts to listen, learn and improve. We will continue our focus on making the ATO an employer of choice, where everyone can feel valued, respected and empowered.

Rob Heferen
Commissioner

I’m incredibly proud to see Liberty recognised as a Gold Employer in the Australian Workplace Equality Index, and to be named a Most Improved Employer.

This recognition reflects a deliberate approach to inclusion across Liberty. It speaks to the choices we’ve made to embed inclusive thinking into how we lead, make decisions and support our people every day.

At Liberty, inclusion is part of how we operate. We know that creating an environment where people feel respected and supported to be themselves is fundamental to building a strong and sustainable business.

What makes this achievement meaningful is that it has been shaped by our people. From the continued work of our Pride Network to the support of our leaders, and the everyday actions of team members and allies, it’s a shared result.

While we’re encouraged by this recognition, we see it as a marker of progress rather than an endpoint. We remain focused on listening, learning and continuing to strengthen our approach so it reflects both our values and the communities we serve.

We’re proud of the progress we’ve made so far, and we’re committed to building on it with consistency and purpose.

James Boyle
CEO

At Think HQ, our people are not an abstract corporate asset or a commodity to put to work. They are the very reason for our existence and the driver behind every success. From day one, we built this agency on a simple premise: if you want people to deliver high-stakes, high-impact work, they must be able to bring their whole, authentic selves to work each and every day. Protecting that space is an essential part of who we are.

With the current climate presenting difficult and often terrifying realities for queer communities, Pride has never been more important. But it demands that organisations genuinely commit, listen, and engage rather than treat it as a passive marketing exercise. You cannot talk the talk publicly without doing the heavy lifting internally first.

For us, getting our own house in order led to the 2023 launch of our Employee Resource Group, Think Proud. The team did the deep, foundational work that actually shifts the needle, culminating in our spectacular wins at the AWEI Awards just a few weeks ago.

But true inclusion doesn’t stand still. In 2026, Think HQ is making a deliberate strategic shift. We are moving beyond internal advocacy to embed deep queer consideration directly into our strategic initiatives, projects, and creative outputs. To genuinely reach and represent Today’s Australia, inclusion shouldn’t be treated as a discrete campaign or a separate workstream. It has to be woven into the fabric of the work we deliver for our clients every single day.

Our LGBTQIA+ inclusion work is an ongoing commitment to the communities who trust us to tell their stories, and the incredible people inside our offices who show up every day to write them.

Jen Sharpe
Founder and Managing Director

I am incredibly proud that Deloitte has received both Platinum Employer status and the AWEI Award for Trans and Gender Diverse Inclusion, recognising Deloitte’s commitment to creating a workplace where people feel safe, valued and able to thrive.

They also reflect the efforts of many people across our firm – our leaders, our StandOUT network, our allies and our LGBTI+ colleagues, whose lived experiences continue to shape a more inclusive Deloitte.

A key part of this work has been strengthening trans and gender diverse inclusion. Following the launch of our Building Trans Inclusive Workplaces Report in 2024, we developed a Trans Inclusion Action Plan focused on safety, belonging, visibility and everyday inclusion.

From recruitment and onboarding to development and daily experiences, we’ve introduced practical changes to improve the employee experience, while continuing to listen and learn from our people.

Our Platinum AWEI status reflects our commitment to advancing inclusion across the LGBTI+ employee experience. We’ve continued to build capability through lived experience and our firmwide Understanding LGBTI+ Inclusion training. Our partnership with Pride in Diversity is helping leaders and teams respond with greater confidence, care and consistency, and we’ve strengthened allyship by providing practical guidance on inclusive behaviours and creating opportunities for our people to learn from one another.

We know visibility matters. By recognising days of significance such as Trans Day of Visibility and supporting community initiatives, we’ve sought to spark conversations, deepen understanding and contribute to progress in LGBTI+ inclusion beyond Deloitte.

While we’re so proud of this recognition, we know the work of inclusion is ongoing. We’ll continue listening, learning and evolving so that every person at Deloitte feels they belong and has the opportunity to succeed.

Joanne Gorton
CEO